Personal and Professional Development Plan for Hospitality Management

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PERSONAL AND PROFESSIONAL DEVELOPMENT

Table of Contents
Introduction......................................................................................................................................2
LO1 Self managed learning to enhance lifelong development........................................................2
Task 1...............................................................................................................................................2
AC 1.1: Evaluation of approaches of self managed learning.......................................................2
AC 1.2: Lifelong learning in personal and professional contexts................................................3
AC 1.3: Benefits of Self Managed Learning................................................................................3
LO2 Responsibility towards self development and professional development...............................4
Task 2...............................................................................................................................................4
AC 2.1: Skills audit against personal skills..................................................................................4
AC 2.2: Identification of needs and activities for meeting them.................................................5
AC 2.3: Identification of Development Opportunities.................................................................5
AC 2.4: Development of Personal Professional Development Plan............................................6
LO3 Review of personal and professional development plan.........................................................7
Task 3...............................................................................................................................................7
AC 3.1: Implementation of the development plan.......................................................................7
AC 3.2: Document Development Activity...................................................................................7
AC 3.3: Critical reflection on own learning against original aims and objectives......................8
AC 3.4: Updating the development plan based on feedback and evaluation...............................9
LO4 Demonstration of acquired interpersonal and transferable skills..........................................12
Task 4.............................................................................................................................................12
AC 4.1: Solutions towards work based problems......................................................................12
AC 4.2: Communication of various styles at various levels......................................................13
AC 4.3: Evaluation and use of effective time management strategies.......................................13
Conclusion.....................................................................................................................................14
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Reference list.................................................................................................................................15
Appendices....................................................................................................................................17
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Introduction
The assignment focuses on how in a hospitality management learning new ideas can be
approached and lifelong learning in personal and professional context are encouraged. In
addition to it focuses on manager’s skills and ideas that they are implementing and developing to
overcome issues and problems. It reflects on new learning and aims set in development plan.
Evaluation of time management strategies are also being focused in the assignment. In
hospitality industry skills of operational managers are used to provide a better development plan.
Various aims to develop operational managers practices are also been shown in the assignment.
LO1 Self managed learning to enhance lifelong development
Task 1
AC 1.1: Evaluation of approaches of self managed learning
Self Managed learning in Hospitality organisations can be done with the help of few approaches
that can be taken by the employees of the organisations. Few such Approaches are:
Responding as per the situation
All employees of a hospitality organisation need to develop their knowledge about various
situations and respond accordingly to it. It is seen that all employees in the hospitality sector face
several issues in relation to consumer demands and needs. Employees need to develop the idea
that they need to remain focused on the demands and respond to the needs in an intelligent
manner instead of losing patience and reacting in an improper Manner with the customers.
Development of personal skills
Personal Skills needs to be developed among the employees so that they are able to behave
properly with the customers and develop a friendly environment in the organisation. All
employees serving the customers need to know about the cultural background of customers and
develop their language skills and behaviours accordingly. As per the view of Roche et al.
(2017:131), development of soft skills like behaviours and proper response to customer demands
increases the popularity of the company and attracts increased number of customers.
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Increasing Effective Communication among members
Effective Communication among the members of business organisations in the hospitality sector
results in increase of organisational popularity as customer demands are met timely. All
departments within the organisation remain interlinked and personal knowledge of the
employees is increased. Senior employees of the organisation are easily able to guide junior
employees and their personal knowledge about organisational learning is affected in a positive
manner.
AC 1.2: Lifelong learning in personal and professional contexts
Learning in personal and professional contexts is important in order to enable employees to
develop proper learning of the procedures of the organisation and perform as per the demands of
management. According to Tsai et al. (2015:1307), employees of business organisations need to
be motivated in such a way so that they are able to develop their personal and professional
learning processes. Few ways in which learning can be initiated are:
● Following senior employees and learning behavioural, operations and systematic styles of
performance within the organisation.
● Trying to develop ideas related to management of operations within the organisation and also
trying to increase ways of achieving positive feedback from consumers.
● Patience among the employees can be increased by asking them to develop their ideas related
to customer satisfaction.
AC 1.3: Benefits of Self Managed Learning
Benefits of Self managed learning of employees within the hospitality sector can be listed as:
Understanding Certain Skills:
An employee is able to develop proper knowledge of a skill if they develop the skill themselves.
The skill also comes naturally to the person and thus can be applied in a proper manner within
the organisation. As a result it is always beneficial to understand and implement certain skills
within the organisational scenario.
Understanding approaches towards various types of operations
Self managed learning also increases the knowledge of employees about approaching towards
various types of operations within hospitality organisations. Sablina et al. (2018:17) stated that,
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self managed learning enables the members to understand the details of the approaches in a
better manner by the learner and they are able to follow, explain the approach pattern in a better
way within the organisation.
Self Awareness
Employees who have developed knowledge of various operations of the organisation themselves
are able to increase their awareness within the organisation as they have the best knowledge of
the operations. These employees are also explain the details of the difficulties that might be faced
in the workplace and the solutions that can be applied in case it is faced by other employees
within the organisations.
LO2 Responsibility towards self development and professional development
Task 2
AC 2.1: Skills audit against personal skills
The career promotions are aiming at Operational manager in the hospitality industry. The roles
and responsibilities of an operational manager are setting and reviewing budgets, distribution of
goods and managing cost. For an operational manager, major skills that are required are to notice
the lodging establishments and for this they need to handle the customers effectively. My current
skills are on the Hotel manager and I have the ability to deal with the customers effectively.
However, a operational manager need to have knowledge on recruitment of staffs and
employees and this competency is lacking. In addition to this, professional motive is there,
however, I am lagging behind about the accepting the challenges. Another skill for operational
manager is good decision making. My current skills are lacking as a hotel manager and good
and effective decision-making is required for better competency. Another skill for operational
manager is launching with innovative campaigns and attending events. As a manager of hotel
new and innovative ideas is lacking that can decrease the customer reviews. Making of better
presentation and services is also a main skill for operational manager. My skills for better
presentation are lacking behind as a hotel manager and this accepting of challenges is required to
be a better operational manager.
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AC 2.2: Identification of needs and activities for meeting them
Various skills are needed to develop my activities as a operational manager in hospitality
industry. Setting of room rates is a big focus that is required to develop as a operational
manager. Management of room rates should be focused in such a way that customers are
focused. Motivational of staff by operational manager is a main requirement that need to be
focused for better evaluation among members in the workplace. As said by Jacket al. (2017:17),
better decision-making by operational manager is a key role such that good decisions leads to a
better environment in hospitality management. As a hotel manager I have to focus on better
decision-making so that a better solving of ideas can be done.
Good leadership is a main key role for operational managers such that they can make a better
workplace among staff. I as a hotel manager have to do a better leadership among staffs so that it
can help to create a better workplace. As opined by Sablina et al. (2018:19), operational
managers oversee allocation of hotel bedrooms. This skill as hotel manager I have the ability to
allocate all hotel bedrooms and provide services. As operational manager have to recruit staff in
different sectors is also a main requirement. Being a operational manager in hotel, it is highly
required to recruit proper staffs for the organization so that organizational objectives can be met
in proper manner.
AC 2.3: Identification of Development Opportunities
As a hotel manager I can develop, recruitment of better staff such that in future there is a good
workplace in the organization. Through looking various skills and innovative ideas I can develop
my opportunities for selecting better staffs. As opined by García-Lillo et al. (2018:1141),
Motivational speech and face to face communication with members can help in development of
better opportunity in future.
Through taking good decisions it can develop a better mutual understanding among staffs so that
in future there is a good workplace and also better environment. As opined by Jackson & Wilton
(2017:747), using innovative ideas in presentation, it can develop a good opportunity in future,
that there is a increase in customers satisfaction.
A good attitude and focus in work can also develop a great outcome in future so that
management process is well maintained among staffs. Knowledge about health and safety is also
a big opportunity to develop the needs among members. Staff must have all the information’s
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about food safety, cash handling that can help in future to develop a better environment.
Planning of problems and how to deal with them is also being developed so that in future they
can help in overcoming those problems. This can help in creating a better management ahead and
also helps in control of a better workplace.
AC 2.4: Development of Personal Professional Development Plan
Skills required What activities I need to
achieve
Time duration
Recruitment of better staff For recruitment of better
staff various process like
face to face communication
is done.
Around 1 month
Good decision-making A better decision-making is
required to achieve such that
there is a better
understanding in between
staff
Around 2 month
Good leadership Good leadership is also
mandatory for people such
staffs can work smoothly.
Better collaboration and
communication skills are
also required.
Around 2 month
Overseeing hotel activities New technologies are
required for better
performing.
Training regarding
operational management is
Around 1 month
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also mandatory to handle
hotel activities.
Table 1: Professional development plan
(Source: created by researcher)
LO3 Review of personal and professional development plan
Task 3
AC 3.1: Implementation of the development plan
The personal development plan of the employees has been based on the skills that have been
developed with the help of the self based learning. Waring (2017:555) commented that, the skills
that have been developed are implemented by the employees in order to achieve proper results
for the organisation. The personal development plan sets strategies that can be followed by
employees of the business organisation.
AC 3.2: Document Development Activity
In this development activity it is showed that how hotel managers are developing their skills in
terms of operational manager to undertake solution and develop better skills to create a better
workplace and environment in future. Various technologies and innovative ideas are taken to
solve the problem and set new objectives. Good decision making and better leadership is also
been shown.
Skills required What activities I need to
achieve
Time duration
Recruitment of better staff For recruitment of better
staff various process like
face to face communication
is done.
Around 1 month
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Good decision-making A better decision-making is
required to achieve such that
there is a better
understanding in between
staff
Around 2 month
Good leadership Good leadership is also
mandatory for people such
staffs can work smoothly.
Better collaboration and
communication skills are
also required.
Around 2 month
Overseeing hotel activities New technologies are
required for better
performing.
Training regarding
operational management is
also mandatory to handle
hotel activities.
Around 1 month
Table 2: Documentation of PDP
(Source: Created by author)
AC 3.3: Critical reflection on own learning against original aims and objectives
All employees within the organisation are able to develop self learning as per the aims and
objectives of the organisation. In the job role of Operations manager, I had to ensure that the
strategies that had been developed by me are proper and achievable so that the skills of the
employees can be sharpened and properly implemented within the organisation. Influenced by
the views of Wilson et al. (2015:513), the employees were advised to ensure that customer
satisfaction was achieved at all times and that proper ideas were used by them in order to solve
the challenges that arise. General strategies were formed by me so that its flexibility would
increase and the employees were able to implement their own ideas as per the aims and
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objectives of the company. All the strategies that were developed were under proper time
limitations so that the skills of the employees were sharpened early and the organisation would
benefit from hem. The employees were also kept under proper monitoring so that their mistakes
could be identified and explained to them so that they did not repeat it anymore.
AC 3.4: Updating the development plan based on feedback and evaluation
Planned career
development:
Development of performance of employees by increasing their self
learning and implementation self performance management skills
Short-term SMART
personal objectives
based on the skills
Processes and
activities required to
achieve
When you plan to
achieve them
Update based on
feedback with
evaluation
To recruit employees
of the Specific Job
Background
The employees need to
remain focused on
their performance
within the organisation
and ensure that the
organisation is
benefitted.
The recruited
employees need to be
trained and educated
as per the job role so
that the purpose of
their recruitment is
achieved
60 Days
To Measure the
performance of
employees as per
their job roles
The performance of
the employees needs
to be monitored by the
management so that
they are focused on
15 Days
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their work and
perform efficiently at
all times.
The employees need to
properly achieve all
the aims as per their
job roles so that all
customers are satisfied
and the challenges
faced are solved
ethically (Williams et
al. 2016:2687).
To implement
developed
performance of
employees so that
customer satisfaction
is achieved
The strategies and
policies that are
developed by the
organisation needs to
be implemented by all
employees after proper
explanation so that
customers are affected
positively.
The employees need to
be explained about the
various strategies
through proper
trainings so that they
are able to implement
the same within the
workplace
environment.
30 Days
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